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DRAFT Historical Willamette Documents for Consideration

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DRAFT Historical Willamette Documents for Consideration DRAFT Historical Willamette Documents for Consideration: CDJS Annual reports and history summary (2006+) During the fall semester of 2006-07, a group of students calling themselves the "Concerned Students for Social Justice" formed, organizing protests on campus and asking the Willamette community to take actions to reaffirm a commitment to values of diversity and social justice. In response to these students' concerns, then-President M. Lee Pelton established the Council on Diversity and Social Justice in November, 2006. Chaired by the university chaplain, Council membership broadly represents the faculty, students, and staff of the university. The charge of the Council, reaffirmed by President Stephen Thorsett, includes diversity of race, ethnicity, culture, gender, religion, national origin, disability, age, sexual orientation, and socio-economic status. Social justice shall be understood as both a process and a goal. "The goal of social justice education is full and equal participation of all groups in a society that is mutually shaped to meet their needs. Social justice includes a vision of society that is equitable and all members are physically and psychologically safe and secure." Since 2006, CDSJ has continued and meets on a regular basis. The Council is chaired by the University Chaplain. CDSJ regularly provides input to the President on social justice matters. CDJS also grants funds to support social justice oriented activities and recently provided feedback on diversity action plans from each Dean. Proposal for Center for Social Justice and Diversity: Concerned Students for Social Justice: 2008 ​ ​ A group of student leaders submitted an extensive report recommending the creation of a Center for Social Justice and Diversity that would serve students, staff and faculty at Willamette. The Center proposal was the result of a six month process involving research, interviews and site visits. Several letters of support were submitted with the proposal. The Proposal recommended the Center be established in a central location and be staffed by a Dean for Social Justice and Diversity. Additional staff for the Center was also mentioned. The proposal specifically recommended ongoing programming funds and cited numerous benefits for the WU community. The overall annual budget totaled nearly $452,000. No known action was taken. Letter to Lee Pelton from Director of the Office of Multicultural Affairs and members of the Multicultural Excellence group: June 13, 2011 ​ ​ A letter was submitted to former President Lee Pelton outlining three specific recommendations for advancing WU’s campus environment and the ability to create enriching educational experience for all students. The letter included specific job duties for the two proposed positions, as well as goals for the Center for Diversity, Spirituality and Service. The three proposals included; Proposal 1: VP of Institutional Diversity and Equity: a senior leader for diversity issues. Proposal 2: Center or Institute for Diversity, Spirituality and Service: a Center to align activities and build collaborations. Proposal 3: Assistant Director of Multicultural Affairs or Office of Multicultural Affairs Assistant: additional staffing for supporting students. No known action was taken. TASK Force Report on Sexual Assault and Harassment, April, 2014 A year long Task Force resulted in several findings and recommendations to improve sexual safety of the WU campus. Recommendations included: 1) Ongoing study of incidents and climate at WU, 2) improve the awareness and understanding about the TItle IX judicial process, including timelines and authority, 3) ensure online sexual misconduct form and resource materials are widely available and easy to find, 4) increase Opening Days and other Title IX awareness programming and outreach, 5) in consultation with students, develop student centered outreach and prevention programs, 6) increase training and accountability for employee training, 7) develop training opportunity and materials for international employees, 8) utilize software to track incidents and data on misconduct, 9) monitor the University’s ongoing level of resources dedicated to Title IX compliance and prevention of misconduct, 10) improve the level of rapport and trust in the Campus Safety Office, 11) ensure transfer students with prior Title IX incidents are identified during the admission processes and transfer process. The Title IX Coordinator is responsible for the ongoing monitoring of these recommendations. A second Climate Survey was administered October, 2015. Proposal for Change: 2014 (faculty of color) A group of campus stakeholders submitted a list of 10 recommendations to the administration on improving the recruitment and retention of WU faculty of color. The document included specific recommendations to enhance and improve the; effectiveness and accountability for faculty hiring processes, transparency of the tenure process to students and the community, and finally supporting and mentoring faculty of color. The specific recommendations included the need for new websites, forms, resource materials, recognition and mentoring programs, and professional development opportunities. CDSJ Grant Paper: CDO models: 2014 The Council for Diversity and Social Justice funded a student research project called, Higher Education Chief Diversity Officers in the Pacific Northwest. The student author, ​ Colleen Symth (‘16), submitted a comprehensive paper, overviewing staffing, functions and resources pertaining to Chief Diversity Officers in the Northwest. The paper also provided suggestions on recruiting CDO’s for employment. Memo to Deans from Pres and CDSJ-- Diversity Plans: Dec 17, 2014 I can’t find this…... Diversity Plans from AGSM, Law and CLA: 2015 Each Dean submitted Diversity Plans to the President. Ongoing review and modification of Plans is unknown. CDSJ Response to reports: May 27, 2015 The members of CDSJ developed a process to provide President Thorsett initial feedback on the Diversity Plans submitted by each Dean (CLA, LAW, AGSM). Multicultural Affairs Committee (CLA) position paper: March 11, 2016 A paper written to President Thorsett provided suggestions regarding the membership of the Task Force, proposed timeline and charge. It was recommended to the President that the Chair be a respected member of the campus community, and not a senior administrator. It was also recommended that representative from various diversity offices be included, as well a representative from the Salem community. It was also recommend the Task Force complete; summary of current equity and diversity work, assessment of the limitations on faculty hiring will have on diversity, and whether a senior VP/CDO is the proper job and title to address our particular campus issues. Overview of Willamette University equity and inclusion programs, activities and services: Willamette University has many ongoing equity and inclusion oriented programs, activities and services. Below is list of offices, department, structures, committees, student groups, and annual campus wide events. This list is is dynamic and you should contact the Office of the President to make additions. Organizational Departments Office of Multicultural Affairs: Promotes multiculturalism throughout the campus ​ community by delivering a variety of educational programs and services advocating for social justice and diversity. Services include: Assistance and consultation related to the academic and personal success of multicultural students Multicultural activities and programs for the University and local community Attention to multicultural/diversity issues and concerns of individuals and groups Support for the ongoing development of multicultural and LGBTQ student organizations. A timeline for the Office of Multicultural Affairs is at the conclusion of this document. Native American Programs Native American Advisory Council Native American Advisory Council (NAAC), composed of statewide native leaders, Willamette native alumni, and Willamette native students, was formed in May 2006 to advise Willamette on its work with and service to Native American communities. Indian Country Conversations The Indian Country Conversations program is a series of encounters that brings leaders from Native American and indigenous communities to Willamette University to interact with the campus, the broader community, local reservation communities, and the Chemawa Indian School (a federal boarding school located in Salem). Chemawa Indian School Partnership Program The Chemawa Indian School Tutoring Program trains Willamette student volunteers to become mentors and tutors for high school students at a federal Indian school in Salem. Admission Willamette University Office of Admission has a Director for Diversity Recruitment and programs who specializes in the recruitment of new student of color to the University. Willamette Academy Willamette Academy reaches out to historically underrepresented communities by empowering youth who have the desire and potential to advance to higher education. This academic program is designed to address a number of factors that may discourage certain students from attending college or otherwise impede their academic progress. We are committed to helping our students achieve at a level that will enable them to attend the four-year college or university of their choice. Office of International Education Provides information to Willamette students about opportunities to engage in global learning for a semester, academic
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